Staffing Artist. I practice what I preach.

Month: October 2009

Remember that one? It was standard procedure back in the old days to send each candidate a copy of an article originally printed in The Wall Street Journal. In fact I still remember the stack of copies in the old forms file. Every candidate got one. Always.

Counteroffer Acceptance is an excellent article put together by Paul Hawkinson of The Fordyce Letter from years ago. I still use it to this day.

Over the years I’ve remained keenly aware that counteroffers DO happen. Frequently. As a recruiter with a vested interest in helping each candidate through their professional transition it is important that I address the topic with everyone I work with.

I’ve learned one VERY valuable principal. If I do my job correctly I am usually able to pre-empt what might have been a successful attempt at getting my candidate to rethink his/her decision. The key? Make absolutely sure you are talking to them about it BEFORE it happens. If done correctly – when the C.O. comes – it should be a CONFIRMATION of everything you have discussed. You see – if your candidate knows it’s coming – and are properly prepared for it – they will see it for what it really is: a way for their manager to stall off the inevitable until THEY are prepared to replace them on THEIR schedule.

What I have found is very simple really. Cover it BEFORE it happens – then you are helping them prepare for what most likely is going to occur. If you do not – and are bushwhacked mid-stream – you are going to most definitely sound like a recruiter who is then just trying to make sure they do not lose a fee. You will then be what many candidates think already – a recruiter only interested in your next fee.

My discussions with candidates about counter offers are very “matter of fact”. This IS going to happen. These are the reasons WHY. When the boss hits them with the love, attention and promotion they’ve been missing – make sure they see it as nothing less than a slap in the face!

If covered correctly – when the C.O. comes – it will be proof that what YOU discussed is in fact the truth. Prepare them for it.

I am not aware of any place on the net for Recruiters to share the various paperwork we all use. – so here it is! (FOR FREE!!!!)

There are many times when one of us needs a form and we just can’t seem to find one – Recruiting Agreements, Fee Statements, Reference Checks, Temp to Perm Agreements, Non Disclosure Agreements, Job Orders, Candidate Interviews- just to name a few. (You get the idea!)

Few things refresh the spirit like a handful of sendouts. It’s pretty easy to relax a bit when you’ve got some activity on your desk. As I sit here with 4 sendouts on the books – some have occurred – a few are later this week – I am quite confident there is a placement or two in there. Somewhere.

Which interviews will turn into placements? I can’t be sure. It’s also quite possible each one will end in the “thanks but no thanks” column. I won’t know until the dust settles. That’s the business we’re in. It’s beautiful – isn’t it?

One thing I most certainly CAN be sure of is this: I’m going to be left sitting here either patting myself on the back for a placement or two – or wondering how I can have so many “solid” sendouts happen without making a placement. Either way – I’ll have a pretty steep hill to climb – UNLESS I keep my activity rolling all the way through. Phone calls. Interviews. Emails to say hello. 15 minute “coffee stops” with anyone/everyone who will let me in the door!

The time to make your next placement is NOW. I’m not talking about the one you’ve been working on. I’m talking about the placement you DON’T know. Right now I’d bet good money you have no idea of the name of who you may place in November. Or who your brand new Christmas Client might be……but you better be thinking about it.

NOW!

Not once you’ve wrapped up your current success story. It’s already in the cards. Your October placement is either on your desk at this point or it’s not. It’s time to think about how you’re going to finish the year. Strong? I sure hope so!

I haven’t always been a trend setter. I’ll be the first to admit it. Thought Leadership was not part of my career plan.

I trained hopeful young staffers. I managed senior recruiters. I helped build a multi-million dollar organization. But I was always just a contributor, just a part of the team.

And when I built my own search firm (with satisfied clients throughout the country) I was too busy making money to be a visionary.

But then something happened. I got the call. A light bulb went off and thought leadership was thrust upon me. Suddenly, I saw all of us recruiters scrambling to make sure we had access to the very SAME candidate pool as our competitors — while doing NOTHING to set ourselves apart from everyone else.

We weren’t trying to improve our service. Recruiters brag about being early adopters of new technology but the only technology they were really interested in was slapping a resume on an email. Same old thing since the early ’90s.

When my clients get a resume, they click a Play button at the top the profile and listen to my candidates describe – in their own words – how their backgrounds fit the jobs my clients are recruiting for.

So here I am, a pioneer of an idea so unique that I can’t come up with the right keywords to help people find me.

Candidate Presentation Software? Do you think anyone’s punching that into Google? No, they’re not! But if you want to see what I’m talking about – just call me or send me a note or take a look here, at Verbal Summary.